HR Management

Human Resource Management Personal Practices

Jenny Slee 6th April 2011

Diane Jackson

HEM 3: Human Resource Management – Personnel Practices – Jenny Slee Word Count: 1,250

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Content

I. Executive Summary

II. Introduction

III. Discussion

IV. Conclusion

V. References (Books/Journals)

VI. References (Websites)

VII. Bibliographies

VIII. Appendices

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Executive Summary

This report is to explain and analyse a range of Human Resource policies,

procedures and practice commonly used in employment and how the system

being managed or monitor within an organization.

The key areas of the report will be related to UK Employment Legislations,

Acts and Regulations and discuss its implication for the Hospitality and Event

Industry.

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Introduction “Hospitality Industry is the UK’s fifth largest industry, directly employing more

than 2.4m people and contributing over £34bn in gross tax revenues” (See

Appendix 1: p.7-10 Economic Contribution of UK Hospitality Industry Final

Report September 2010 by Oxford Economics, Report comment by Shaun

Turner on www.my-hospitality.com/2010 dated 13.10.2010 and Creating Jobs

in Britain – A Hospitality Economy Proposition – A Report by the British

Hospitality Association Oct 2010)

Figure 1: UK direct hospitality and whole economy employment

One of the major leading food and support services organization, Compass

Group employ around 50,000 permanent people at over 7,000 locations in the

UK only. (See Appendix 2: Welcome to Compass)

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Discussion

Each organization has their Mission Statement, Policies, Procedures and

Practice and it will be monitored, managed and controlled within the systems

by their Business Support Team.

Figure 1: PPP Hierarchy

Mission Statement is a strategic statement that includes what the Hospitality

organization wants to accomplish and how it intends to do so. In Compass

Group, their Mission Statement is 1 3 5 - “One Compass, Three Goals, Five

Values”.

Vision of the organization – “One Compass”

Aspires to do now and where it would like to be in the future – “Three Goals”

• Great people

• Great service

• Great results

Reflects the values of the organization – “Five Values”

• Integrity

• Can do

• Responsibility

• Passion

• Teamwork

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In Compass Group, Human Resource is part of the Business Support Team,

to ensure delivery of the best services possible to the Clients (Internal &

External).

Figure 2: Business Support Team

Human Resource Team supports recruitment, employee retention, skills

development, career progression, health and safety, communications,

corporate responsibility, employee relations and support temporary labour

requirement.

Figure 3: HR Professional activities

• Service provision – internal customers on all aspects of HR

• Guidance – for management and line managers on strategies, policies

and people management issues

• Advice – to management and line managers on the development and

implementation of HR policies and practices

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Each organization has their own Policies to run their business with their

workforce and support the Mission Statement. Human Resource Policies is a

course of action selected from alternatives and designed to guide future

decision-making and Human Resource Procedure is the methods or steps

used to effectively develop and apply Human Resource Policies.

In Compass Group, each new permanent or temporary employee has to

attend an e-learning Induction called “One Compass Welcome”

(www.onecompasswelcome.com) prior to he / she started work.

Figure 4: Compass Training Licences

Human Resource Team will provide relevant information to the new starter(s)

such as Job Description, Offering letter, Induction letter, Casual Worker

Handbook, Environmental Policy Statement, Food Safety Policy Statement,

Occupational Health & Safety Policy Statement, Purchasing & Supply Policy

Statement, Staff Feeding Policy, Uniform Specification, each staff has to fill in

a Request for Medical Information form, each site and staff will be provided a

Fire Precaution Procedure.

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Inside the Casual Worker Handbook, it layout details about the Conditions of

Work, Cancellation, Training, Payment and Hours, Unable to attend to work,

Uniform, Holiday Entitlement, Working Time Regulations, Rights to Search,

Our Customers and You and Employment Opportunities.

Line-managers require ensuring every staff has an Induction checklist,

Training Record Card and Catering Services Risk Assessment Training

Record. Line-managers also provide on job training such as Food Hygiene

and Control of Substances Hazardous to Health. Annual Leave Request

Form and Return from Absence – Employee Self-Certification is also required

to be available on-site.

Most of the above information is standard legal requirement by the

government to ensure organization taking reasonable responsibility to their

clients and employees; other major Acts or Legislations are also mentioned in

Appendix 1,3,4,5,6,7 & 8.

Compass Group has a moral obligation to ensure all their employees are

working in a safe and friendly environment and everyone has training and

advice on The Children Act 1989 and Introduction to Safeguarding, especially

they are heavily involved in the Education section.

Other legislations that Compass Group mentioned on their Casual Worker

Handbook, such as Serving Food and Beverages, Weights and Measures Act

1963, Trade Description Act 1968, The Food Safety Act 1990 which are all

related to the Hospitality and Event Industry which their employees have

trained prior to starting work.

Compass Group takes their Corporate Responsibility in the community

seriously, which is similar to Code of Practice in most organization. They

have particular focus on the Children Act 1989 as a lot of their staff working

with children such as in school or hospital, Compass Group ensures their staff

work in a safe and comfortable environment and he / she is also train to deal

with any uncomfortable situation.

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Policies, procedures and practice have to be review so it can reflect all the

changes such as Customer’s feedback and complaints, Staff feedback or new

Business needs.

Daily brief meeting with the team members, weekly meeting with the line

managers, 6-months appraisal meeting with line managers and Human

Resource Management team are essential in order to gather the appropriate

information to support the reviews.

Figure 5: Changing PPP’s

There are various new changes in 2010 and 2011 that had and will affect the

Human Resource Management in Hospitality & Event Industry. Such as new

weight measures, VAT increase, Equality Act 2010, Fit notes instead of Sick

notes, new National Minimum Wage. There are a number of websites and

professional bodies, which provide guidance and advice on those issues.

(See Appendix 1,3,4,5,6,7 & 8)

Recent article from “Nightmixnews” on Spring 2010 has showed sign of

increased demands for Hospitality and Event Industry night-workers, it is very

important that Human Resource Manager follow the guidelines from the

government to monitor the working hours and health and safety of their staff.

(See Appendix 1,3,4,5,6 & 8)

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Conclusion

Human Resource is a very important communication tools between manager

and staff in order to make all the system happen smoothly, there are lots of

legal requirement Hospitality organization has to follow and working in line

with Government policies and legislations.

In Hospitality and Event Industry, not every company is as successful as

Compass Group. It will be very expensive for small company to spend

sufficient time on Human Resource research or training apart from focusing

on the Sales and Marketing. It is very difficult to maintain the standard and

therefore individual sole traders are getting less and less.

A number of professional bodies within the industrial such as British

Hospitality Association (BHA), Advisory, Conciliation and Arbitration Service

(ACAS), Institute of Hospitality (IoH), British Institute of Innkeeping (BII),

Hospitality Caterers Association (HCA) or Hospitality Action which play a

major role to support employers and/or employees in the industry. Promoting

their members’ interests and provide an excellent source of information on

careers, training opportunities and qualifications within the industry.

Hospitality and Event Industry will remain one of the largest employment

sections in the UK and standard is essential to ensure such growth can be

achieved. Olympic 2012 will be a good opportunity for the Hospitality and

Event Industry, the London Organising Committee of the Olympic Games and

Paralympics Games Limited has issue their Employment and Skills Strategy

since September 2010 to ensure they provide relevant skills volunteers and

workers to the UK public and worldwide. (See Appendix 9)

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References (Books/Journals)

ACAS Advisory, Conciliation and Arbitration Service Booklets

Hospitality and Tourism Law

by Mark Poustie, Jenifer Ross, Norman Geddes and William Steward

1st Edition 1999, reprinted 2002 by Thomson Learning

Human Resource Management for Events – managing the event workforce

by Lynn Van der Wagen

1st Edition 2007, published by Butterworth-Heinemann

Human Resource Management in the Hospitality Industry – An Introductory

Guide

by Michael Boella, Steven Goss-Turner

8th Edition 2006, published by Elsevier Butterworth-Heinemann

Human Resource Management in the Hospitality Industry by David K Hayes

and Jack D Ninemeier

1st Edition 2009, published by John Wiley & Sons Inc

WMCIU Working Men’s Club Institute Union

Club Journal – Club Management 2009, 2010, 2011

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References (Websites) www.acas.org.uk www.bbc.co.uk/news

www.beerandpub.com

www.bha.org.uk

www.bii.org.uk

www.businesshr.net

www.businesslink.gov.uk

www.caterer.com

www.direct.gov.uk/en/Employment

www.dwp.gov.uk

www.hmcourts-service.gov.uk

www.hmrc.gov.uk

www.hospitalityaction.org.uk

www.hse.gov.uk

www.instituteofhospitality.org.uk

www.legislation.gov.uk

www.my-hospitality.com

www.people1st.co.uk

www.theworkfoundation.com

www.worksmart.org.uk

www.wmciu.org.uk

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Bibliographies www.bbc.co.uk/news/business-13000171 visit dated 01.04.2011

www.my-hospitality.com/2010/10/hospitality-industry-is-the-UK’s-fifth-largest-

employer/

visit dated 13.10.2010

www.my-hospitality.com/2011/03/an-interview-with-penny-moore-chief-

executive-hospitality-action/

visit dated 07.03.2011

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Appendices

1) “Hospitality industry is the UK’s fifth largest employer”

by Shaun Turner dated 13.10.2010 at my-hospitality.com

• Creating Jobs in Britian – A Hospitality Economy Proposition – A

Report by the British Hospitality Association published on

October 2010

• Economic Contribution of UK Hospitality Industry - Final Report

by Oxford Economics published on September 2010

“An Interview with Penny Moore, Chief Executive, Hospitality Action” by Shaun Turner dated 07.03.2010 on my-

hospitality.com

Hospitality Action is a trade charity offering a crucial lifeline to people of

all ages, working and retired, from the hospitality industry.

“Government publishes business guidance on new

agency worker laws” by Kat Barns dated 09.05.2011 on my-

hospitality.com

VAT charges see temporary staff hire costs soar, this will affect the

decision of the industry to hire staff direct rather than going through

agency in the long run especially for non ad-hoc position. Further

information can be review from Institute of Hospitality or Business Link.

“Make a job offer” by Institute of Hospitality, as UK is coming out

of the recession, and VAT going up. It is time to employ direct instead

of using agency workers; Institute of Hospitality provides good

guidance and literature on how to prepare a job offer.

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“What does the Equality Act 2010 Mean For Employers”

by David Rankin at Businesshr.com

Business HR – Key employment statistics: October 2010

Further information can also obtain from British Innkeeper Institutes; BII

provides free support for their members in the UK License Trade and

has professional link and hotline for legal and HR advice.

“National minimum wage to rise 2.5% to £6.08” reported by

BBC News Business dated 07.04.2011

From 1 October 2010 the rates are as follows: • Adult rate (for those aged 21 and over): £5.93 per hour

(previously £5.80 per hour)

• Youth rate (18-20): £4.92 per hour (previously £4.83 per hour)

• Rate for those aged 16 and 17-year-olds: £3.64 per hour

(previously £3.57 per hour)

• Apprentices not otherwise covered by the NMW: £2.50 per hour

• The maximum amount that can be offset where accommodation

is provided is £4.61 per day (previously £4.51 per day)

Please note:

• As from 1 October 2010, 21 year olds should be paid the

standard adult rate.

• The apprentice rate applies to employed apprentices who are

under age 19 or who are aged 19 or above in their first 12

months of apprenticeship, for all hours spent working and

training; other apprentices must be paid the relevant higher rate.

Non-employed apprentices continue to be exempt from the

NMW.

Note that tips, service charges, gratuities and cover charges, whether

discretionary or mandatory, do not count towards the NMW.

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2) Welcome to Compass

• Induction Letter

• E-learning Induction Licence Pack – Welcome to Compass,

Working Safety, Working Safety with Food, Great Service Starts

With Me, Working Safety With Our People

• Casual Worker Handbook

• Environmental Policy Statement

• Food Safety Policy Statement

• Occupational Health & Safety Policy Statement

• Purchasing & Supply Policy Statement

• Fire Escape Procedure

• The Essentials of Food Hygiene

• Control of Substances Hazardous to Health

• Request for Medical Information

• Staff Feeding Policy

• Uniform Specification

• Job Description and Purpose of the Job

• Temporary Workers / Agency Employees Induction Checklist

• Training Record Card

• Annual Leave Request Form

• Return from Absence – Employee Self Certification

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3) Government Legislation, Acts, Law and Regulations

• Children Act 1989

• Data Protection Act 1988

• Disability and Discrimination Acts 1995 & 2005

• Disability and the Equality Act 2010

• Equal Opportunity Act 1995

• Equal Pay Acts 1970 & 1983

• Health and Safety at Work Act 1974

• Regulatory Reform (Fire Safety) Order 2005

• Social Security (Medical Evidence) and the Statutory Sick Pay

Regulations 2010

• The Consumer Protection Act 1987

• The Misuse of Drugs Act 1971

• The Working Time Regulations 1998

4) Advisory, Conciliation and Arbitration Service, ACAS

Guidance • Bullying and harassment at work

• Flexible working and work-life balance

• Health, work and wellbeing

• Rights at work – Trade unions and representation

5) British Beer and Pub Association, BBPA

• Guidance for the Licensed Retail Industry on the Working Time

Regulations

• Promoting equality between women and men – The Equal

Opportunities Commission’s guidelines for licensees and pub

operators

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6) British Innkeeper Institute, BII

• BII Support Services – Employee Handbook

7) Department for Work and Pensions, DWP

• Sample Form – Statement of Fitness for Work

• Statement of Fitness for Work – A guide for employers

• Sick note to Fit note

8) Nightmixnews Spring 2010

• Health Assessments for Night Workers

• Night Work Limits

9) London Organising Committee of the Olympic Games

and Paralympic Games Limited Employment and Skills Strategy September 2010

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10) Directgov – Employment

• Starting a new job

o Pre-employment checks

o Reference and job offers

o Criminal record checks

• Employment terms and conditions

o Pay

o Employment contracts and conditions

o Flexible working

! Different types of flexible working

! The right to request flexible working

! Part-time work

! Advantages to flexible working

! Working from home

! Part-time worker protection

o Sickness absence

! Time off for sickness

! Statutory Sick Pay (money, tax and benefits)

o Working Tax Credit when you can’t work

due to illness

! Statement of Fitness for Work (fit note)

! How work can keep you healthy

! Statement of Fitness for Work

! Company sick pay rights

o The National Minimum Wage

! The National Minimum Wage rates

! Work out if you are paid the National Minimum

Wage

! Workers entitled to the National Minimum Wage

! Help getting paid the National Minimum Wage

! Who is not entitled to the National Minimum Wage

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! Handling tips at work

o Time off and holidays

o Working hours

! Working time limits (the 48-hour week)

o Opting out of the 48 hour week

o Young workers

o Working two different jobs

o Pay and Work Rights Helpline

! Calculating your working time

! Rest breaks

! Sunday work

! Working at night

! Calculating your night work hours

! Overtime

• Understanding your work status

o Workers, employees and self-employment

o Fixed-term workers

o Migrant workers

o Agency workers and employment agencies

o Temporary lay-off

• Trade Unions

o Trade union membership

o Trade unions in the workplace

o Industrial action

• Work and families (parents section)

o Pregnancy and maternity rights

o Paternity rights in the workplace

o Parental leave and flexible working

o Adoption rights in the workplace

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• Redundancy and leaving your job

o Redundancy

o Resigning or retiring

o Dismissals

• Problems at work

o Grievance procedures

o Mediation, conciliation and arbitration

o Whistlebowing in the workplace

o Disciplinary procedures

o Employment Tribunals

o Discrimination at work

• Employee information and consultation

o Employee information and consultation rights

o New information and consultation arrangements

o Types of information and consultation arrangements

o Information and consultation in multinational companies

• Health and safety at work

o Employers’ health and safety responsibilities

o Employees’ health and safety responsibilities

o Workplace stress

Documents

HR Management